A
SUMMER TRAINING PROJECT REPORT
ON
Stress Management Among Bank Emplpyees
Submitted in partial fulfillment of the requirement of
BACHELOR OF BUSINESS ADMINISTRATION
(2023-2024)
SUBMITTED TO: SUBMITTED BY:
MISS. JAYA LAXMI ROHIT YADAV
BBA(FINAL YEAR)
JAWALAPUR, HARIDWAR
(SHRI DEV SUMAN UTTRAKHAND UNIVERSITY)
ACKNOWLEDGMENT
This project report is the outcome of practical training undergone at CREDIT
INVESTIGATION AGENCY, Ghaziabad.
I am thankful to all the employees of CREDIT INVESTIGATION AGENCY who have
imparted the knowledge which enabled me to understand things practically.
I am extremely thankful to MR. SACHIN MENDIRATTA (HR MANAGER) Without whose
sincere guidance this project would not have been possible.
Finally I am thankful to my friends and colleagues for their sincere cooperation.
PREFACE
Partial knowledge is an impotent suffix to theoretical knowledge; one cannot merely
upon the theoretical knowledge. Classroom make the fundamental concept clear, but
practical survey in a firm has significant role to play in a subject of business
management to develop managerial skills, it is necessary that they combine their
classroom’s learning with the knowledge of real business environment.
I am extremely happy to place before the esteemed Teachers/management the report
of the project entitled “Training and Development”.
It has not only helped me to enhance my knowledge about various fields of Human
Resources & Company responsibilities towards their welfare but also gave new
dimension to my knowledge about psychology & attitude of the Employees towards the
work & their duties.
Executive Summery
This project gives us a detailed idea of what is stress and also the definition
of stress is been defined. For more detailed study the types of the stress is also defined.
By looking at the starting of the project you will find:
o Introduction to Human resource
o Introduction and Definition of stress
o Stress in biological terms
o What is stress?
o Coping with stress at work place.
o Stress management
o Workplace stress
o Reducing of stress.
After the theoretical part I have included the research part. My research
work includes two questionnaires.
o Burn out test
o Stress analysis Questionnaire
My research includes the research methodology which contains the
information as follows:
o Research objectives
o Sampling (types and methods of sampling)
o Research instrument
o Data analysis and interpretation
o Employee’s opinion to reduce stress.
o Research flowchart
o Time consideration
o Limitation of survey
o Advantages and disadvantages of written questionnaire
o Finding
INDEX
SR.NO CONTENT PAGE NO.
1 CERTIFICATE
2 ACKNOWLEDGEMENT
3 PREFACE
4 CONTENT
5 COMPANY PROFILE
Company profile
CREDIT INVESTIGATION AGENCY-AN OVERVIEW
A credit bureau refers to an organization that collects information related to credit for
individuals and sells the information to creditors for informing lending decisions.
Credit bureaus are specific organizations that partner with all types of lending intuitions
and creditors to help them in their lending decisions. Lending institutions are
organizations – such as banks and credit unions – whose business model is to take money
from depositors, paying them a certain interest rate.
Then, the lending institutions will lend out a portion of those deposits at a higher rate for
a profit. However, the lenders need to ensure that their borrowers possess adequate credit
quality so that they do not default on the loans that they take out.
The three primary credit bureaus within the United States are:
1. Equifax
2. TransUnion
3. Experian
However, many smaller bureaus provide credit information as well. As mentioned earlier,
lending institutions require credit information to decide whether their borrowers are
creditworthy.
If a borrower appears to be less creditworthy, they may be denied loans, or they will be
charged a higher interest rate to compensate for the additional risk. Conversely,
borrowers who are very creditworthy will be charged a lower interest rate since they pose
less of a risk to the lender.
It is worth noting that credit bureaus do not make the decision of whether or not credit
will be extended to an individual or not. They simply collect and synthesize the
information for the lenders to use in making their decisions.
Credit bureaus sell the information to lending institutions for a fee; also, they will sell
credit information to individuals who wish to know about their own credit history.
Credit Information
Credit bureaus acquire information relating to credit from various sources, including
other creditors, debtors, debt collection agencies, credit card companies, or other offices
with public records on credit-related information. The information is collected and
synthesized from the three primary credit bureaus – Equifax, TransUnion, and Experian.
Credit bureaus usually focus their attention on credit accounts (accounts where an
individual owed money to another organization). However, some credit bureaus may go
further in acquiring payment information on bills, payments, and rent. The credit bureaus
will consolidate the information into a comprehensive credit report.
Credit Report
A credit report represents a detailed breakdown of the credit history of an individual.
Typically, the report will include personal information, such as addresses, Social Security
number, and employment history. The report will then break down the summary of bank
accounts and credit card accounts that are in good standing or past due. It will also
include information on the accounts, including the balances, limits, and dates of opening.
Credit reports will also include the details of accounts turned over to credit agencies, such
as wage garnishments, for example. The credit report will retain negative information for
seven years.
Credit Scores
A credit report will also include an overall credit score that is calculated by the credit
bureau. It is a single figure that represents the creditworthiness of an individual. In the
U.S., the most common credit scores are known as FICO scores.
No single way exists to calculate a credit score, and credit bureaus use a range of
methodologies to calculate individual credit scores. However, the credit bureau will
disclose the methods and weighting that goes into the calculation of their credit score.
A credit score will be a number that ranges from 300-850 and is associated with an
individual’s creditworthiness. A score of 850 represents an individual with very high
creditworthiness, and a 300 represents an individual with very low creditworthiness.
Credit scores are important information used by lenders to make their lending decisions.
Many factors go into the overall credit score, namely:
Total levels of debt
Repayment history
Number of open accounts
Regulation of Credit Bureaus
In the United States, credit bureaus are also known as consumer reporting agencies
(CRAs). Credit bureaus are very important institutions within the finance world due to
the transparency and information that they provide. Lenders, such as banks, are important
institutions within the economy, and they require accurate credit information in order to
run their operations effectively.
The U.S. enacted the Fair Credit Reporting Act in 1970, which regulated credit bureaus
and their use and the interpretation of data to protect individuals from misleading or
harmful information on their credit score reports.
Company Detail:-
Name: Credit Investigation Agency / Credit Investigation Bureau
Telephone: 0203 198 8117, 07938 536783, 07938 536855, 07948624391, 01204918180,
07456385199, 02045202363, 01137350146, 01137350142, 01206700689, 07771 331103
Mobile: 8094992000, 9999045667
Email: [email protected],
REG. OFFICE: B-5 sec.9 Vijay Nagar Ghaziabad
BRANCH OFFICE: B-92, SECTOR 63, NOIDA 201301
Company Policy
Information gathered during the investigation must be kept confidential within the
organization itself. A policy should be established as to who is permitted to
access credit files. This policy must be appropriate to the size of the organization,
the extent and nature of information contained in the files, and the use to be
made of the information. An untrained person could seriously jeopardize the
relationship between the customer and the company, and even subject the
company to a lawsuit, by unwarranted or unguarded revelations of information
that the customer might consider detrimental to its reputation or character.
Therefore, it is important that all persons dealing with credit inquiries be properly
trained in the legality and ethics of communicating credit information both inside
and outside the company. Correct and accurate information, readily available at
all times, is critical when reporting to manage-ment and the sales department, or
when disclosing information to another credit grantor upon request, to a credit
reporting agency or to an industry credit group.
1. Recruitment and Selection – Introduction
Recruitment and Selection is an important operation in HRM, designed
to maximize employee strength in order to meet the employer's
strategic goals and objectives. In short, Recruitment and Selection is
the process of sourcing, screening, shortlisting and selecting the right
candidates for the filling the required vacant positions.
In this tutorial, we will discuss the various aspects of Recruitment and
Selection such as the recruitment process, the factors affecting
recruitment, recruitment planning, methods of recruitment,
recruitment interviews, selection process and making an offer.
The Scope of Recruitment and Selection
The scope of Recruitment and Selection is very wide and it consists of
a variety of operations. Resources are considered as most important
asset to any organization. Hence, hiring right resources is the most
important aspect of Recruitment. Every company has its own pattern
of recruitment as per their recruitment policies and procedures.
The scope of Recruitment and Selection includes the following
operations:
Dealing with the excess or shortage of resources
Preparing the Recruitment policy for different categories of employees
Analyzing the recruitment policies, processes, and procedures of the
organization
Identifying the areas, where there could be a scope of improvement
Streamlining the hiring process with suitable recommendations
Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence,
hiring the right resource is a very important task for any organization.
Case Study: How to Improvise Recruitment Process
Let’s assume there is a company called ABC Systems, which sells
FMCG products. The company is lately suffering due to its high attrition
rates. In this case study, we will see how ABC Systems can improve its
recruiting process and focus on maintaining the efforts required for
filling a job vacancy. We will also learn how the HR team of ABC
Systems can reduce the time and effort involved in sourcing good
resources for the vacant positions.
We suggest here seven different steps that ABC Systems can utilize to
resolve its problems.
Step 1: Define the Problem
First, define the problem in exact terms and then, design a step-wise recruitment
process that can be easily followed.
Recruitment Process
Step Activity
1. Sending the resignation communication message to HR with request for initiating the
recruitment process
2. Manager-HR directs the hiring team to start the recruitment process
3. Logging into the employment website and contacting different recruiters
4. Sourcing, identifying, and collecting the resumes of the candidates
5. Receiving relevant resumes
6. Shortlisting the resumes
8. Sending the shortlisted resumes to the department manager
9. Schedule interview dates
10. Calling the candidates for interview
11. Interviewers complete the feedback form and the feedback is shared with the HR
12. This process repeats for many candidates till the best candidates are finalized.
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